Hostname: page-component-cd9895bd7-p9bg8 Total loading time: 0 Render date: 2024-12-21T12:57:17.576Z Has data issue: false hasContentIssue false
  • English
  • Français

Can we select for respect in academe?

Published online by Cambridge University Press:  14 January 2020

Benjamin M. Walsh Open the ORCID record for Benjamin M. Walsh [Opens in a new window] ,
Dana Kabat-Farr ,
Russell A. Matthews  and
Benjamin D. Schulte
Benjamin M. Walsh*
Affiliation:
University of Illinois at Springfield
Dana Kabat-Farr
Affiliation:
Dalhousie University
Russell A. Matthews
Affiliation:
University of Alabama
Benjamin D. Schulte
Affiliation:
University of Illinois at Springfield
*
*Corresponding author. Email: bwals2@uis.edu
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 12 , Issue 4 , December 2019 , pp. 405 - 407
Copyright
© Society for Industrial and Organizational Psychology 2020

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Bangerter, A., Roulin, N., & König, C. J. (2012). Personnel selection as a signaling game. Journal of Applied Psychology, 97, 719–738.CrossRefGoogle ScholarPubMed
Blau, G., & Andersson, L. (2005). Testing a measure of instigated workplace incivility. Journal of Occupational and Organizational Psychology, 78, 595–614.CrossRefGoogle Scholar
Cortina, L. M., Cortina, M. G., & Cortina, J. M. (2019). Regulating rude: Tensions between free speech and civility in academic employment. Industrial and Organizational Psychology: Perspectives on Science and Practice, 12(4), 357–375.Google Scholar
Farr, M. (2018, August). Arbitration decision on student evaluations of teaching applauded by faculty. University Affairs. Retrieved from https://www.universityaffairs.ca/news/news-article/arbitration-decision-on-student-evaluations-of-teaching-applauded-by-faculty/Google Scholar
Galić, Z. (2016). Conditional reasoning test for aggression: Further evidence about incremental validity. International Journal of Selection and Assessment, 24, 24–33.CrossRefGoogle Scholar
Hedricks, C. A., Robie, C., & Oswald, F. L. (2013). Web-based multisource reference checking: An investigation of psychometric integrity and applied benefits. International Journal of Selection and Assessment, 21, 99–110.CrossRefGoogle Scholar
James, L. R., & LeBreton, J. M. (2010). Assessing aggression using conditional reasoning. Current Directions in Psychological Science, 19, 30–35.CrossRefGoogle Scholar
Madera, J. M., Hebl, M. R., & Martin, R. C. (2009). Gender and letters of recommendation for academia: Agentic and communal differences. Journal of Applied Psychology, 94, 1591–1599.CrossRefGoogle ScholarPubMed
Nicklin, J. M., & Roch, S. G. (2009). Letters of recommendation: Controversy and consensus from expert perspectives. International Journal of Selection and Assessment, 17, 76–91.CrossRefGoogle Scholar
Porath, C. L., & Pearson, C. M. (2013). The price of incivility: Lack of respect hurts morale and the bottom line. Harvard Business Review, 91, 115–121.Google Scholar
Reilly, R. R., & Chao, G. T. (1982). Validity and fairness of some alternative employee selection procedures. Personnel Psychology, 35, 1–62.CrossRefGoogle Scholar
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437–453.CrossRefGoogle Scholar
Sheehan, E. P., McDevitt, T. M., & Ross, H. C. (1998). Looking for a job as a psychology professor? Factors affecting applicant success. Teaching of Psychology, 25, 8–11.CrossRefGoogle Scholar
Stevens, C. K., & Kristof, A. L. (1995). Making the right impression: A field study of applicant impression management during job interviews. Journal of Applied Psychology, 80, 587–606.CrossRefGoogle Scholar
Taylor, P. J., Pajo, K., Cheung, G. W., & Stringfield, P. (2004). Dimensionality and validity of a structured telephone reference check procedure. Personnel Psychology, 57, 745–772.CrossRefGoogle Scholar